A family member’s actual, authorized work may be relevant, but a proposed family move does not establish an operating support team. Treat staffing evidence and dependent eligibility as separate questions.
Do not assume future labor
An eligible spouse may work once qualifying L-2 status and employment documentation are established. Children in L-2 status cannot work, and eligibility generally ends at marriage or age 21. If a spouse will perform operational tasks, document the role, timing and work authorization rather than treating family availability as certain.
A function-management case should explain how execution is supported under the facts that apply to the petition. Keep the household's plans separate from the function's staffing plan, because the two are sometimes quietly merged. A spouse who intends to work should have their position assessed on its own footing, and any employment authorization available to them flows from holding and maintaining valid dependent status rather than from the principal's role.
Nothing about the principal's transfer creates a route for a family member to fill a gap in the U.S. operation. Where a family member does in fact join the business, document their duties, terms and qualifications as you would for an unrelated employee, and avoid describing their contribution in the petition as though it supports the principal's managerial claim.
Confirm the documentation each of their employers will require before any of them begins work.